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From Tech-Driven To Human-Centred: How To Hire The Right Talent

From Tech-Driven To Human-Centred: How To Hire The Right Talent

Hiring has always been at the forefront of every business owner’s mind. While it plays a pivotal role in an organization, bringing the right candidates to do the job efficiently is a task that takes days of extensive labour for the HR professional. The hiring process is a multi-step approach which involves steps like:

  1. Planning the process of recruitment
  2. Search for the right candidate either through online (online HR software) or offline methods
  3. Identifying potential candidates
  4. Recruiting A-level candidates
  5. Multiple rounds of screening including telephonic rounds
  6. Face-to-face interviews
  7. And last but not the least, hiring the candidate

But how does one determine if the candidate interviewed is the right one and can benefit the company? How does in a conversation, either on telephone or face-to-face or both, would decide in a few minutes if the person would be the right fit for the organization and be a team player. There are a range of questions that the interviewer must ask and if the answer to most of them is a “Yes”, then the candidate can be offered the job.

Apart from judging candidates based on their skills, a hiring manager needs to scan through a series of numerous online job applications and filter and segregate them to the relevant departments. Wondering how this can be done? Technology can be of great help. In such a scenario, using an online HR software can be of great help. This online tool can be used when new employee information needs to be filled. Few of the other essential features of the software help in decision making during the hiring procedure where it tests the candidates are -

  1. Compatibility and adaptability:

This may sound challenging because the social setup requires like-minded people to be in a team to avoid conflicts and unnecessary time taking resolutions. One has to check whether the candidate enjoys harmonious working relationship with his current employees and managers and how he or she manages his clients. Understanding personality types and natural behavioural preferences of candidates catapults the selection and screening process, and prove to be an invaluable instrument for the smooth integration of the new team member. There is varied online software available that tests the candidates on psychometric criteria and produces results for quick assessment based on the job compatibility guidelines and scores for popular job titles.

  1. Analytical and technical Skills:

Every job requires that the hire is adept with the requisite knowledge. The resume might just be a copied page from the samples available on the Internet and judging only by the resume can be disastrous. Candidate must be given tests either online or offline to test their analytical skills. How they judge, analyze, interpret and process the information is an important basis for selection. Online HR software contains readymade and also design customized questionnaires suitable for each job title depending on its nature and description

  1. Attitude towards learning:

A capable, enthusiastic and ambitious employee has a constant urge to excel in his field. A candidate who is willing to learn through trainings, experience and other forums has an inquisitive nature, is curious about his surroundings, is culturally and intellectually sound, has a desire to adjust with the challenging times and willing to take up new and additional responsibility if the time arises, has sound intellect about the changing technology and trends, is influential to other team members. Offline and online tests can be given to the candidate, which would accurately predict on-the-job learning ability.

An ideal employee would be a mix of all the above characteristics but how does one ensure that the right candidate is not overlooked or missed? How does one make sure that the hiring process is time and cost efficient in addition to being productive? The answers to these questions can be answered in the form of HR software that is nowadays used extensively by various organizations to cater to their hiring requirements.

The software reduces administration and lets the HR professionals spend their time on finding the best candidates. Vacancies can automatically be produced via online forms by the people authorized to publish a vacancy. The tool allows HR/managers to prepare and review job descriptions, respond to applicant questions and upload them to the portal. The tool uses keywords to filter applicants by their CVs for particular skills, locations, qualifications etc. It guides users through the complex recruitment process and produce the relevant documentation, as needed.

Though the tool subdues the complex recruitment process, a few things must be re-visited each time an interview is conducted:

  1. Every candidate must be weighed on an equal scale without any bias or discrimination. The interviewer must prepare the interview such that apples are compared to apples and not melons
  2. The interviewer must look for traits of commitment in the interviewee. The candidate's previous job duration must be checked and if one is switching jobs constantly he is not the right person for the job
  3. Candidate’s like-mindedness with the other team members must be evaluated since conflicting personalities may create more problems than solutions
  4. Include other people in the interviews to evaluate different parameters. It provides additional perspective to defy the odds of finding the best candidate
  5. Ask relevant job-related questions and that will help differentiate the wheat from the chaff.
  6. Carry out background checks and take references before hiring the employee. The background checks must include educational credentials, work references, employment references and criminal history.

Summing up

Interviews are a way to judge not only the candidate but also portray the culture, diversity, environment and objectives of the organization. The interviewer is the face of the company and must be willing to answer questions pertaining to the job, salary, company culture etc if asked by the candidate. A thorough pre-selection screening using an online HR software helps in accumulating knowledge about the candidate and facilitates better selection and ensures that the right candidate is selected for the right job at the right time.

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Kamy Anderson is an ed-tech enthusiast with a passion for writing on emerging technologies in the areas of corporate training and education. He is an expert in learning management system & authoring tools - currently associated with ProProfs.

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